When one-to-one becomes too much for some
23 May 2023
What’s your experience of one-to-one meetings?
They can play a crucial part of a manager’s role in any organisation – providing an opportunity for managers to connect with their employees, discuss performance, identify challenges, and provide support.
But all too often they are handled badly, becoming a source of frustration for employees and damaging the relationship between managers and their team.
So what are the common mistakes managers make – and how can they be avoided?
Cancelling One-to-One Meetings
There’s no more certain a way to tell someone they are not important than to cancel a one-to-one meeting with them.
It is understandable that managers have a lot on their plate and may need to reschedule meetings due to urgent matters. However, cancelling one-to-one meetings frequently can send a message that the manager is not interested or does not value their employee’s time.
It is important for managers to make one-to-one meetings a priority and show their employees that they are committed to their development and success.
Lack of Interest or Engagement
We all know the signs that someone is not taking an interest in us – and employees are sure to be hyper-sensitive during their one-to-one meetings.
They can easily detect when their managers are not engaged or are distracted during the meeting and will immediately feel undervalued and disrespected.
Managers should approach one-to-one meetings with a positive attitude, listen actively, and show genuine interest in what their employees have to say.
Using Language of Blame
Using language of blame is another common mistake managers make during one-to-one meetings. This can create a defensive and negative atmosphere, making it difficult for employees to express themselves openly.
Instead of blaming employees for mistakes or shortcomings, managers should focus on identifying the root cause of the issue and work collaboratively with the employee to find a solution.
Not Understanding the Purpose of One-to-One Meetings
One-to-one meetings serve multiple purposes, including providing feedback, identifying development opportunities, and building relationships. However, some managers may not fully understand the purpose of these meetings or fail to communicate the purpose to their employees.
This can result in a lack of clarity and direction during the meeting. Managers should clearly communicate the purpose of the one-to-one meeting, set goals and expectations, and provide feedback to help employees achieve their objectives.
Not Allowing the Employee to Be Critical/Being Defensive
Another mistake managers make during one-to-one meetings is not allowing their employees to be critical or being defensive when they receive feedback.
Employees need to feel comfortable expressing their concerns or sharing their opinions without fear of retaliation or judgment.
Managers should create a safe and non-judgmental environment that encourages open communication and constructive feedback.
Not Allowing the Employee to Air What’s on Their Mind
Some managers may not allow their employees to air what’s on their mind during one-to-one meetings. This can result in employees feeling unheard or undervalued.
Managers should encourage their employees to share their thoughts, ideas, and concerns during the meeting. This will not only help the employee feel valued but will also provide valuable insights for the manager to improve their leadership style and address any issues.
One-to-one meetings are a critical part of a manager’s role, and it is important to handle them correctly. Avoiding common mistakes such as cancelling meetings, showing a lack of interest or engagement, using language of blame, not understanding the purpose, not allowing the employee to be critical or air what’s on their mind can improve the effectiveness of one-to-one meetings and help build a strong relationship between managers and their team.
By being attentive, open, and supportive, managers can create an environment that fosters communication, collaboration, and growth.
